With Lianova, zweikern and Meyer-Oltmanns are launching a joint product that rethinks recruiting from the ground up. Instead of just looking at resumes and keywords, Lianova makes competencies, personality, and team fit visible from real life stories. This creates long-term sustainable matches between organizations and talents – far beyond formal titles and traditional career paths.
[QUOTE] With Lianova, we want to make visible what remains invisible in conventional documents: the actual impact of a person in their life journey," says Andreas Kerneder, Co-Founder of zweikern and CPO of Lianova. "Our conviction is: Your story is your competence. [/QUOTE]
A Milestone for Recruiting and Matching
The demands on modern recruiting have radically changed in recent years. Resumes are becoming more diverse, career paths less linear, and at the same time, the pressure to quickly and sustainably fill complex positions with suitable candidates is increasing. Traditional selection processes, which primarily focus on resume stations and formal qualifications, are increasingly reaching their limits.
With Lianova, zweikern and Meyer-Oltmanns & Cie. combine their strengths to address precisely this issue. The joint product translates individual life paths into meaningful competence and personality profiles, making visible what often remains invisible in conventional resumes.
Lianova combines data-driven psychological analytics with years of experience in executive search and strategic HR consulting, thereby creating a new quality of fit between people, roles, and organizations.
Lianova's Vision: Perspectives Instead of Just Profiles
Lianova sees itself not just as another tool in the recruiting market, but as a platform for fair, future-proof matching decisions. At its core is a simple idea:
People should not be reduced to how "smooth" their resume is, but evaluated based on what competencies have emerged from their experiences – and in which contexts they can effectively apply these competencies.
For organizations, this means moving away from mere CV screening towards matching that considers role, team, culture, and life path together. For talents, it means more visibility, better orientation, and improved chances of finding a place where they truly fit.
Lianova: The Joint Product of zweikern and Meyer-Oltmanns
To achieve their common goal, each partner contributes their specific strength.
zweikern develops the diagnostic basis and technological foundation: questionnaires, archetypal model, logic for competence derivation, and AI-supported evaluation. The goal is to derive reliable indicators of competencies and personality from life experiences and decisions – structured, standardized, and yet close to people's reality.
Meyer-Oltmanns contributes the practical perspective from executive search and strategic HR consulting. Requirement profiles, experiences from search mandates, and feedback from clients flow directly into product development. This ensures early on whether what Lianova delivers is usable in the real recruiting process and truly helps decision-makers.
Lianova thus doesn't originate in a lab, but at the interface between psychological expertise and lived search practice. The product is reflected against real role profiles, actual team constellations, and concrete staffing cases, and continuously further developed.
When Analytics and Market Understanding Come Together
The collaboration follows a clear principle: zweikern ensures the analysis is correct, Meyer-Oltmanns & Cie. verifies its practical applicability.
An example: From a life path, Lianova derives competencies such as "dealing with uncertainty," "taking responsibility," or "leading in informal structures." These competence profiles are used in real search mandates to specifically match candidates with a role, a management team, or a specific context (e.g., transformation, succession, new setup).
The feedback from these cases flows back into the product logic. This continuously refines what information recruiters and executives truly need, at what point in the process they should be involved, and what presentation is intuitively understandable for decision-makers.
What Lianova Achieves in Practice
Lianova starts where classic documents end and transforms life paths into structured decision-making bases. At its core, three interconnected things happen.
Life Paths Are Structurally Recorded
Candidates go through a guided format in which they mark important stages of their lives: education, work, upheavals, care work, migration, engagement, personal turning points. For these events, they answer specific questions about tasks, decisions, and framework conditions. A structured picture emerges from biographical fragments.
Competencies and Archetypes Are Derived
Based on this information, Lianova assigns experiences to specific competence areas – such as problem-solving ability, conflict resolution skills, willingness to learn, or leadership behavior. In parallel, an archetype profile is created, providing insights into work style, communication, and motivation. The result is a profile that goes far beyond "job title + degree" and makes talents visible in a more holistic way.
Matching with Roles, Teams, and Organizations
Organizations don't just store their requirements with Lianova as a classic job advertisement, but as a role profile: tasks, context, team structure, desired working style, cultural framework conditions. Lianova checks how well the talents' profiles match this role profile and where opportunities or risks lie.
This creates a matching that is not only based on whether someone "formally fits," but whether the person, task, and environment can function together.
Concrete Benefits for Organizations
For companies, using Lianova primarily means more clarity and better decisions for critical hires.
Better Decision-Making Basis for Complex Roles
Especially for positions with high responsibility or strong pressure for change, it is crucial to understand how someone has previously dealt with complexity, conflicts, or uncertainty. Lianova makes this information structurally visible – thereby supporting decisions that go beyond "gut feeling in an interview."
Transparency Regarding Cultural and Team Fit
Instead of vague impressions in an interview, decision-makers receive indications of how a person typically works, communicates, and handles responsibility – and how well that fits the existing team. This reduces mis-hires and increases the likelihood that new employees truly integrate.
More Options for "Unconventional" Profiles
Profiles that initially don't seem clear in a resume can be systematically reviewed with Lianova. This expands the pool of candidates without diluting the requirements – an important lever in the skilled labor shortage.
Concrete Benefits for Talents
For talents, Lianova primarily creates visibility, self-understanding, and new perspectives.
Experiences Become Translatable
Anyone who has been in a job for a long time, taken on care work, or lived in several countries can clearly see which competencies emerge from these experiences. Life paths are no longer seen as a break, but as a resource.
Strengths Are More Clearly Defined
The profile helps talents not just list stations in an interview, but to comprehensibly explain what they truly bring to the table. This strengthens their presentation, self-confidence, and parity in the recruiting process.
Suitable Search Areas Become Recognizable
Talents receive indications of which roles and contexts their competencies can be particularly effective. This simplifies the decision of which positions are worth applying for – and what framework conditions they should actively seek.
Lianova as the Next Step Towards Fair, Future-Proof Recruiting
With the launch of Lianova, zweikern and Meyer-Oltmanns & Cie. are serious about making recruiting more fitting, transparent, and future-proof for organizations and talents alike.
The shared vision: Recruiting that no longer just sorts who formally fits a template, but creates perspectives – for people with diverse life paths and for organizations that precisely need this diversity to be successful in a complex world.
